HR Tip of The Week: 5 great ideas to engage employees who are still working remotely (and might continue to!)
- The best practice is to have a daily team or department check-ins, weekly coordination meetings and monthly all-hands meetings. Make sure your team leaders also keep their regular one-on-one meetings as well.
Online knowledge sharing sessions
- Knowledge sharing in the workplace is the process of sharing expertise, information and skills among employees in a company. This process happens relatively spontaneously when employees are working side by side, but when employees are working remotely, you need to put in some effort to structure it.
Online recognition ritual
- It is essential that you institute an online recognition system for your remote employees. There are many different ways to do it, but I suggest you start with something very simple and absolutely free. Create a kudos channel on the Slack or any other messaging chat you use. Lead by example and start using it to celebrate wins and recognize good work.
Friday close-off meetings
- When we work on-site, leaving the office symbolizes the end of the workday and workweek. However, when you are working and chilling at the same place, it isn’t so easy to maintain boundaries between working and resting. Thus it comes as no surprise that a comprehensive State of Remote Work 2020 research conducted by Buffer found that the third biggest challenge of remote employees is unplugging from work. This is a very serious problem because staying plugged in means your employees aren’t able to rest, which will eventually lead to burnout. To prevent it, I suggest instituting company-wide so-called Friday close off meetings. At the end of the workday on each Friday, gather your team for a short, half an hour video meeting. Use it to acknowledge the work you have done during the week, celebrate your wins and share plans for the weekend!
- Building and maintaining strong employee engagement can be challenging when you have remote employees – especially if they’re not used to remote work. Your remote employees might be facing different challenges, but you won’t know about them unless you ask. It is not likely your remote employees will feel your daily stand up meetings are an appropriate place to address their concerns. Since face to face time is relatively rare and valuable in the remote working setting, you won’t have the opportunity to see if your remote employees are dealing with some work-related issues. The most important part of conducting employee engagement surveys is to act on them! Check in with your remote employee who is experiencing challenges and make a plan to successfully tackle those challenging issues.